8月初，痛经假再上热搜，多个相关话题如#多地请痛经假需提供医疗机构证明#痛经假，为何有政策无 假期引发一众网友热议。然而，痛经假的吊诡之处就在于，它难以证明。就像说"我吃饭没胃口"一样， 究竟要怎么证明没胃口呢？ 有一些人把痛经假称为"小众假"，首先是因为痛经的人口基数小，其次是因为请痛经假的人更少。但对 于那些有强烈需求的人来说，这个假在关键时刻，简直能救命。 都是病，为什么偏偏痛经假难请？ 据不完全统计，目前，全国已有包括北京、上海、广东、浙江、云南等约20个省市，在地方性规定中明 确了女性劳动者的痛经假权益，休息时间普遍在1～2天，最多3天。 然而在不同省市之间，又存在着巨大的细节差异。比如，能请痛经假的工种不统一、是否带薪不统一、 请假证明不统一。各地的女性想要请痛经假，首先要上网查明白自己工作所在地对该假的适用性条件。 本文来自微信公众号：新周刊 （ID：new-weekly），作者：匹诺曹，编辑：尤蕾，题图来自：AI生成 痛经假的出台恐怕比你知道的还要早，1993年，我国就已经有痛经假了。 当年，原卫生部（现已更名为：国家卫生健康委员会）、全国总工会等5部门联合颁布的《女职工保健 工作规定》就规定 ...

痛经是很多经期女性的一大困扰。对很多职场女性来说，严重的痛经不仅影响日常生活，更会 影响正常工作。 日前，"痛经假"话题冲上热搜。据不完全统计， 目前，全国已有包括北京、上海、广东、浙 江、云南等约20个省市，在地方性规定中明确了女性劳动者的这一权益，休息时间普遍在1~2 天，最多的是3天。 再往前看，1993年，由原卫生部、全国总工会等五部门共同颁布的《女职工保健工作规定》就 规定：患有重度痛经及月经过多的女职工，经医疗或妇幼保健机构确诊后，月经期间可适当给 予1至2天的休假。可见，各地在地方性规定中明确痛经假，并非一时"心血来潮"，而是基于长 期考量的政策设计。 哪些地方有"痛经假" ? 据统计全国目前已有20个省份实行"痛经假"。各地情况如下： | 黑得 | 施行日期 | 休息天数 | | | --- | --- | --- | --- | | 上海 | 1990-11-01 | 1 | | | 咸温 | 1991-07-22 | 1-2 | 明确表示 | | 湖北 | 2009-03-08 | 1-2 | 市新休息 | | 山西 | 2015-10-01 | 1-2 | | | 安徽 | 2016-0 ...

Core Viewpoint - The topic of menstrual leave has gained significant attention, with approximately 20 provinces and cities in China, including Beijing, Shanghai, and Guangdong, officially recognizing this right for female workers, allowing for rest periods typically ranging from 1 to 2 days, with a maximum of 3 days in some cases [2][3][4]. Summary by Sections Implementation of Menstrual Leave - As of now, around 20 provinces have implemented menstrual leave policies, with specific details varying by region [3][4]. - The earliest regulations date back to 1993, when the Ministry of Health and the All-China Federation of Trade Unions established guidelines allowing for 1 to 2 days of leave for women diagnosed with severe menstrual pain [2]. Regional Variations - The table outlines the implementation dates and duration of menstrual leave across various provinces, with most allowing 1 to 2 days of leave, while some regions like Jiangxi permit up to 3 days [4]. - Differences in policies include the scope of applicable job types and whether medical proof is required for leave [5][6]. Challenges in Implementation - Despite the existence of these policies, many women face difficulties in actually taking menstrual leave, including the need for medical documentation and potential workplace discrimination [10][11]. - A study indicated that a significant percentage of women experience anxiety and discomfort during their menstrual periods, highlighting the need for supportive workplace policies [8]. Legal Framework - The Women's Rights Protection Law mandates that employers must protect women's rights to safety, health, and rest during work, particularly during menstruation, pregnancy, and breastfeeding [12][13]. - However, the lack of specific provisions in labor laws creates challenges for women seeking to assert their rights under these local regulations [11].